SELECTION is the process of getting the most qualified applicant from among different

job seekers.

Steps in Selection
Step one - Reception of Applicants
Not all applicants are allowed to go through the entire process of selection. Some
of them are limited by means of "preliminary screening"' or "sight screening," whereby
the undesirable applicants are quickly eliminated on the basis of rapid appraisal of their
apparent characteristics, such as age, height, physical condition, etc.
Screening is the process by which the applicants are being interviewed and
classified under two categories — those to be given examinations and further
interviews, and those who should not be considered at all. The first interview is
preliminary, and its purpose is to eliminate those applicants who are clearly unqualified.

Step two - Preliminary Interview

The purposes of the interview are: (a) to find out how qualified the applicant is for
the vacancy; (2) to give the applicant the information he needs in order to decide to take
the job if offered to him; and (3) to create goodwill for the company.
No company hires an applicant without conducting an employment interview of
some kind. Some companies give more emphasis to the impressions created by the
applicant in the interview; others do not use any other tool in employee selection except
the interview. This shows the importance of the interview as a major selection and
placement tool. For his guidance, the interviewer uses the applicant's records of
previous employment, employment tests, and other background investigation. The
written comments and evaluation of the interviewer are helpful in comparing applicants
and for future reference.

Step Three - Application Form

The application form is used:
1. As a guide when interviewing the applicant.
2. As a basis for eliminating applicants with unfavorable personal data.
3. For matching the qualifications of the applicant with the job requirements as
indicated in the job description and job specification.
4. For checking on the applicants' school records, references, and former
employers.
 5. As part of the employee's permanent record and for communicating with the
employee or his family.

Step Four — Employment Test

The employment officer goes over the application forms. On the basis of the
information it contains and from the impression the officer gathers at the preliminary
interview, he decides who should be called in to take the employment tests. The
purpose of testing is to measure the applicant's abilities which cannot be gauged
through interviews. They also help make an objective comparison among applicants.

Step Five - Final Selection by Immediate Supervisor or Department Head

Employment involves three decisions:
1. Management's decision as to whom among the applicants would best fit the job
and should be hired.
2. The applicant's decision as to whether or not the job is right one for him after the
supervisor has discussed the job duties. Is he really interested in the job and
does he want to work for the company?
3. The supervisor must decide if the applicant is the kind of man who can be at
work with him in his team. me supervisor must look into his personality and see if
he is able to work well with the members of his team. The supervisor or head of
the unit making the request for the new employee makes the final choice from
among the applicants who have passed screening by the employment office.
Some firms use the "Rule of Three" in the final choice of applicants for the job,
the three best qualified, as determined by the employment officer, are then referred to
the supervisor who needs the new employee. The supervisor then interviews the three
and makes his final choice among them. This method gives the line supervisor, who will
have direct responsibility for the prospective appointee, the final choice from among the
applicants certified by the personnel office.

Step Six - Physical and Medical Examination

The selected applicant is required to pass a physical and medical examination. In
small companies, the applicant may be referred to a company physician or to a medical
consultant for the medical and physical check-up. In some cases, the new employee is
simply asked to present a certification from a private physician as to his health
condition. Large companies, however, usually have their own medical departments or
retain the services of hospitals or clinics for the purpose
The purposes of physical and medical examination are:
 1. To prevent contamination of contagious disease.
2. To prevent the hiring of liability employees which may result in absenteeism,
hospitalization expenses, etc.

Step Seven - Hiring

When a candidate has passed all the selection requirements and is chosen, he is
finally sent to the personnel department for the completion of the hiring process.

Step Eight - Orientation/lnduction/lndoctrination

New employees are oriented on company policies, rules and regulations, and
inducted or briefed about his job by the immediate supervisor or by the training officer.
The orientation from co-workers is usually unplanned and unofficial, and it can provide
the new employee with misleading and inaccurate information. This is one of the
reasons that it is important to have an orientation provided by the organization. An
effective orientation program has an immediate and lasting impact on the new employee
and can make the difference between a new employee's success or failure. Job
applicants get some orientation to the organization even before they are hired,
sometimes through the organization's reputation: how it treats employees and the type
of products or services it provides. Also, during the selection process, applicants often
see other general aspects of an organization and what their duties, working conditions,
and pay will be.